• 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.

• Health Policy and Management
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• v.17 no.3
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• pp.68-86
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• 2007

This study was performed to explore the effect of customer satisfaction and switching barriers on customer royalties in medical services. 900 households, 1% sample were randomly selected from K city located in Kangwon province. Interview survey was performed with structured questionnaire for the entire people, 923 persons who experienced medical service utilization during one year before survey on time, september, 2002. In comparison of switching barriers by sociodemographic characteristics, lower income group and lower educated group showed the higher level of recognition level on availability of changing the service provider significantly. In terms of economic loss as one of switching barriers, the group of over aged 61, the lower income group and the lower educated group felt higher than other groups. Also, the time loss of switching barrier was recognized in 41-60 aged group and employee in service industry highly. For the perceived risk factor as another switching barrier, the high educated group showed the higher recognition level in performance risk and felt higher social risk than other groups. In analysis of customer satisfaction and loyalty levels by switching barrier components, the lower level of availability of changing the service provider and the higher level of recognition for economic and time loss, they showed the higher satisfaction and loyalty levels. In final step, multiple regression analysis showed the positive relationship between customer satisfaction, switching barrier and customer loyalties. Besides, the moderating effect of switching barrier in relationship between customer satisfaction and loyalties was significant and this results suggests that the influence of customer satisfaction to customer loyalties might be weakened in high level of recognition for switching barrier. In conclusion, perceived risk of economic and time loss as switching barrier is an important factor and should be considered in planning of marketing strategy carefully in terms of defensive marketing.

• Safety and Health at Work
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• v.1 no.1
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• pp.19-28
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• 2010

Industrial Safety and Health Law (ISH Law) of Japan requires abnormalities identified in evaluations of worker health and working environments are reported to occupational physicians, and employers are advised of measures to ensure appropriate accommodations in working environments and work procedures. Since the 1980s, notions of a risk assessment and occupational safety and health management system were expected to further prevent industrial accidents. In 2005, ISH Law stipulated workplace risk assessment using the wording "employers shall endeavor." Following the amendment, multiple documents and guidelines for risk assessment for different work procedures were developed. They require ISH Laws to be implemented fully and workplaces to plan and execute measures to reduce risks, ranking them from those addressing potential hazards to those requiring workers to wear protective articles. A governmental survey in 2005 found the performance of risk assessment was 20.4% and common reasons for not implementing risk assessments were lack of adequate personnel or knowledge. ISH Law specifies criminal penalties for both individuals and organizations. Moreover, under the Labor Contract Law promulgated in 2007, employers are obliged to make reasonable efforts to ensure employee health for foreseeable and avoidable risks. Therefore, enterprises neglecting even the non-binding provisions of guidelines are likely to suffer significant business impact if judged to be responsible for industrial accidents or occupational disease. To promote risk assessment, we must strengthen technical, financial, and physical support from public-service organizations, encourage the dissemination of good practices to reduce risks, and consider additional employer incentives, including relaxed mandatory regulations.

• Journal of Digital Convergence
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• v.19 no.12
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• pp.193-206
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• 2021

In this research, Collectivism's influence on Singaporean employee's volunteerism in Multinational Enterprise (MNE) was investigated with an individual empathy mediating. Most research on Hofstede's cultural dimensions were examined at national levels. However, in this study, Yoo's Cultural value Scale (CVSCALE) was used to analyze collectivistic tendencies at individual levels and its influence on volunteerism. A total of 200 self-administering online surveys was distributed to MNE employees in Singapore for three weeks period. 180 usable surveys were collected and analyzed with SPSS 21.0. Research outcomes indicated collectivism positively influenced volunteerism in Singaporeans with empathy as possible antecedent of volunteerism. In conclusion and application, the significance of this research lies in indicating collectivism's positive impact on volunteerism and empathy as possible antecedents of volunteerism in Singaporeans even though Singapore has exhibited stronger individualism and often defined as one of the most westernized country in the Asian continent. Also findings suggest further developing emotional education to increase both individual and group level performance.

• Journal of Korea Society of Digital Industry and Information Management
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• v.15 no.3
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• pp.207-223
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• 2019

This study aims to explore the casual relation between construction company employees' Self-Leadership and two variables: Organization Citizenship Behaviour and Organizational Trust through Psychology Empowerment. To explain in details, this study examines how the independent variable, Self Leadership, with its behavior-focused, natural reward and constructive thought pattern strategies, affects the dependent variable, Organization Citizenship Behavior and Organizational Trust through the intervening variable, Psychology Empowerment. A survey was conducted on current employees of construction companies in metropolitan areas to empirically examine the research model. The result of study hypothesis on Self-Leadership is as follows; first, Self-Leadership showed a positive effect on Psychology Empowerment, Organization Citizenship Behaviour and Organizational Trust. Second, Psychology Empowerment showed a positive effect on Organization Citizenship Behaviour. Third, Psychology Empowerment showed a positive effect on Organizational Trust. The capacity of individuals is critical when it comes to competitiveness of construction companies. When employees willingly participate in building trust within the company, the work place will become more and more constructive; based on trust, efficiency will increase because people from different processes can work together and performance will also improve even when project managers are absent because others could help their role instead, thus driving more efficient human resource management to the company. To conclude, a company's vision can be spread wide and far when their employees engage themselves in Learning Organization with Self Leadership. They will also be satisfied with their work through improving interpersonal relationship at work.

• International Journal of Computer Science & Network Security
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• v.22 no.2
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• pp.15-22
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• 2022

Modern technology drives the world, increasing performance while reducing labor and time expenses. Tanzania Atomic Energy Commission (TAEC) tracks employee's levels of exposure to radiation sources using dosimeters. According to legal compliance, workers wear dosimeters for three months and one month at the workplace. However, TAEC has problems in tracking, issuing and returning dosimeters because the existing tracking is done manually. The study intended to develop a Personal Dose Management System (PDMS) that processes and manages the data collected by dosimeters for easy and accurate records. During the requirements elicitation process, the study looked at the existing system. PDMS' requirement gathering included document reviews, user interviews, and focused group discussions. Development and testing of the system were implemented by applying the evolutionary prototyping technique. The system provides a login interface for system administrators, radiation officers, and Occupational Exposed Workers. The PDMS grants TAEC Staff access to monitor individual exposed workers, prints individual and institutional reports and manages workers' information. The system reminds the users when to return dosimeters to TAEC, generate reports, and facilitates dispatching and receiving dosimeters effectively. PDMS increases efficiency and effectiveness while minimizing workload, paperwork, and inaccurate records. Therefore, based on the results obtained from the system, it is recommended to use the system to improve dosimeter data management at the institution.

• Journal of Venture Innovation
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• v.6 no.2
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• pp.145-157
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• 2023

The present study aimed to examine the relationship between person-job fit, work meaningfulness, job involvement, and career satisfaction, which have recently gained attention from employees and HR professionals. Based on previous studies, we logically established a path from person-job fit to work meaningfulness, job involvement, and ultimately career satisfaction. This study sought to validate these dual mediating effect. A survey was conducted with 283 employees, and the data were analyzed using SPSS 21 and Process Macro. The main findings of the study are as follows: person-job fit, work meaningfulness, job involvement, and career satisfaction showed positive correlations. The dual mediating effects of work meaningfulness and job involvement on the relationship between person-job fit and career satisfaction were statistically significant. These results imply that in order to prevent employee turnover and ensure the organization's sustained performance, it is necessary to design jobs in a way that allows employees to perceive their work as suitable and aligned with their characteristics, thereby enhancing positive psychological factors such as work meaningfulness, job involvement, and career satisfaction. The conclusions provide implications, limitations, and suggestions for future research.

• Asia pacific journal of information systems
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• v.30 no.2
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• pp.397-419
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• 2020

Business analytics is a management tool for achieving significant business performance improvements. Many organizations fail to or only partially achieve their business objectives and goals from business analytics. Business analytics adoption is a multi-stage complex activity consisting of evaluation, adoption, and assimilation stages. Several research papers have been published in the field of business analytics, but the research on multi-stage BA adoption is fewer in number. This study contributes to the scant literature on the multi-stage adoption model by identifying the critical themes for evaluation, adoption, and assimilation stages of business analytics. This study uses the thematic content analysis of peer-reviewed published academic papers as a research technique to explore the key themes of business analytics adoption. This study links the critical themes with the popular theoretical foundations: Resource-Based View (RBV), Dynamic Capabilities, Diffusion of Innovations, and Technology-Organizational-Environmental (TOE) framework. The study identifies twelve major factors categorized into three key themes: organizational characteristics, innovation characteristics, and environmental characteristics. The main organizational factors are top management support, organization data environment, centralized analytics structure, perceived cost, employee skills, and data-based decision making culture. The major innovation characteristics are perceived benefits, complexity, and compatibility, and information technology assets. The environmental factors influencing BA adoption stages are competition and industry pressure. A conceptual framework for the multi-stage BA adoption model is proposed in this study. The findings of this study can assist the practicing managers in developing a stage-wise operational strategy for business analytics adoption. Future research can also attempt to validate the conceptual model proposed in this study.

• International Area Studies Review
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• v.21 no.1
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• pp.97-117
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• 2017

This research highlights the process of adopting cloud computing technology from users' perspective. Concentrating on perceived mechanism from employees side that lead to job performance at work. Cloud computing, the new player in our modern business environment, authors employ diffusion of innovation theory to capture how this new technology affect employees in workplace in terms of job performance. Education for this new system and managerial support by firm were used as moderating variable to test dependent variable, job performance. Research was done through survey from total 284 people working in metropolitan area at South Korea. The result shows that cloud computing system affect positively on work efficiency, and the extent of diffusion factors that influence from the most to least are as follow: 1. Users' Skill, 2. System Quality, 3. Information Quality, 4. Group Awareness, 5. Attitude towards New System. To test diffusion factors of cloud computing and job performance, South Korean people actually felt that cloud computing help their job performance and the extent of diffusion factors that influence from the most to least are as follow: 1. Users' Skill, 2. System Quality, 3. Information Quality, 4. Attitude towards New System, 5. Group Awareness. As for diffusion factors of cloud computing and productivity, result proved that cloud computing really helps firms, and the extent of diffusion factors that influence from the most to least are as follow: 1. Information Quality, 2. Attitude towards New System, 3. Group Awareness, 4. System Quality, 5. Users' Skill. Two moderating variables, employee education and managerial support were tested to prove whether these two variables affect the job performance and the result displays positive affect for both two factors. To conclude, adopting cloud computing helps firms by increase employees' work efficiency and job performance. In order to accelerate the process employees education really matters because users' skill is the most crucial among diffusion factors.