• Journal of Preventive Medicine and Public Health
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• v.28 no.3 s.51
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• pp.588-608
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• 1995

This study was intended to enhance the level of hospital personnel management through analysing job satisfaction of hospital employees in terms of structural, personal and environmental variables. The sample of this study consist of a total of 790 persons including doctors, residents, interns, pharmacists, nurses, medical engineers, office workers and manual workers who have worked for general hospitals with 200 beds, 300 beds and 800 beds respectively. The Likert's 5 scales were used for the measurement of satisfaction. The results can be summarized as follows: 1. Structural Variables The level of satisfaction on the job itself was generally low, 2.8 in Likert's 5 scales, with the order of role ambiguity(3.87), routinization(2.6), work overload (2.45) and autonomy(2.37). Hospital employees are aware of their responsibility and they regarded their work as heavy one. The compensatory satisfaction degree was 2.5 which was also low: There were in the order stability(3.1), distributive justice(2.57), pay(2.3) and promotion(1.9). Usually hospital employees showed high degree of stability, while, their satisfaction on promotion possibility is quite low due to specially differentiated structures of hospitals. The degree of satisfaction on the internal conditions of organizational culture was relatively higher as 2.92: They were co-worker's support(3.69), supervisory support(3.15), role conflict(2.64) and welfare(2.17) in order. The satisfaction on welfare as an economic condition was the lowest. 2. Personal Variables The level of satisfaction on personal variables was 3.27 which seemed to be quite high: Contribution to the hospital(3.38), attitude on job performance(3.28) and pride as a member of the hospital(3.07). They seem to believe that their work has been helpful to the performance of hospitals. 3. Environmental Variables The degree of satisfaction on these variables was 3.07 on the average which was derived from environmental factors such as family-role conflict and community support related to hospital employees' environment. The order of satisfaction for each variable is community support(3.2) and family-role conflict(2.94). They turned out to be fairly satisfied with their job in community and yet, they wanted more spare time to spend with their family.

• Journal of Korea Technology Innovation Society
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• v.15 no.3
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• pp.533-556
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• 2012

The paper analyzes the effects of Korean venture businesses' external collaborations on their innovation performances, according to their collaboration partners and collaboration activities. The results show that the collaborations between Korean venture businesses and research institutions, and those between venture businesses and other venture businesses have significant positive effects on venture businesses' innovation performances, in terms of the numbers of the intellectual property rights, while the collaborations between venture businesses and large companies have significant positive effects on medium-sized venture businesses only. In addition, collaborative research and development, and technology transfer from big companies to venture businesses have given significant positive effects on venture businesses' innovation performances, while collaborative employee training and collaborative marketing have given significant negative effects on venture businesses' innovation performances. Furthermore, collaborations between large companies and their subcontracting venture businesses have shown even more significant effects on venture businesses' performances. The results show that the effectiveness of external collaborations of Korean venture businesses depends on collaboration partners, types of collaboration activities, and the size of collaborating venture businesses, implying that government programs for encouraging venture businesses to collaborate with external institutions should be carefully chosen for their innovation performance improvement.

• Management & Information Systems Review
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• v.33 no.5
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• pp.155-169
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• 2014

We meet many difficult challenges from many factors such as crime, natural disasters, social unrest, financial problems, employment, and so on. It therefore essential to cope with these negative stressful events to attain a state of personal well-being. Lately in the field of psychology and psychiatry, a concept called 'resilience' has received increasing attention. Resilience embodies the personal qualities that enable one to thrive in the face of adversity. Also it refers to the process of overcoming the negative effect of risk exposure, coping successfully with adversity, and avoiding the negative trajectories associated with risks. Resilience people were expected to do their innovative work behavior well. And SUS(supervisor support), COS(coworker support), OEMC(organizational error management culture) influence the relationship of resilience between Innovative Behavior. This study focused on three question. First, how is resilience relate to individual performance in the organization? And second, are there any moderate factors between resilience and individual performance. As the result of the hierarchical regression analysis, resilience indicates positive effects on IB and IB was predicted by interaction of resilience by SUS and OEMC. Findings in this study indicated that the level of SUS and OEMC should be considered in interpreting the resilience and Innovative Behavior.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.1
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• pp.612-627
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• 2020

This is a case study of Korea Airports Corporation(KAC) examining the effects of pre- and post-employment experience factors on individual and organizational priority. This study surveyed 240 employees of KAC and analyzed the results. The influence of pre-employment experience (number of times applying to public sector, reason to choose public sector, and job changing experience) and post-employment experience (years of employment, position, and job types) on personal value (authority, achievement, welfare, vacation, and personal life) and organizational value (responsibility, obligation, performance, compensation, and participation) was studied. The results indicated that organizational value is generally greater than personal value. Preference value (=organizational value/personal value) was greater than one for every group. Education, years of employment, position, reason to choose public sector were confirmed to influence preference value. For pre-employment factors, as an employee chooses to work in the public sector because of better balance of work-personal life, preference value was confirmed to be lower. For post-employment factors, when the years of employment are longer and the position is higher, preference value is significantly higher. The results imply that an organization should establish a fair evaluation and compensation system to help employees display their full capability to produce maximum performance.

• Journal of Korean Society of Transportation
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• v.25 no.1 s.94
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• pp.93-105
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• 2007

To raise transit ridership, it is necessary to expand transit facilities in long term Plans and to raise passengers' satisfaction by improving bus service qualify in short term Plans. In this study, the relationship between bus driver job satisfaction and Passenger service Performance is analyzed. The results of the study indicate that a driver s job satisfaction has an influence on accident rates. However, even when job satisfaction is not very high, if food resting facilities and Policies ave Provided then the Probability of an accident tends to decrease. To improve job satisfaction, several things should be done, such as stabilizing employment, creating fair company policies, improving overall employee welfare, and enhancing driver achievement from working. The satisfaction from salary is also an important factor and drivers are satisfied when they earn more money relative to other companies' drivers and when they aye satisfied with their salary increases. Therefore, creating appropriate monetary incentives would be a food policy for improving bus driver job satisfaction. This study serves as pilot research to make a foundation for further research about job satisfaction in the public transit field.

• Management & Information Systems Review
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• v.26
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• pp.27-60
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• 2008

Researches on the introduction of ERP system kept on examining the critical successful factors (CSFs) that focus on factors to achieve effectively successful projects, and trying to measuring the actual effectiveness of the introduction of ERP system. However, most of the preceding researches on the effectiveness of the introduction of ERP system that was searching devoted effects has been ceased, and actually even researches on the economical results have just done the basic cognitive evaluation of result indicators by many questionnaires instead of objective measuring values, because of the difficulty of measuring the evaluation of the result. Moreover, researches on positive effects of the introduction of ERP on enterprise results and researches that failed to give advantageous effects showed different results each other. And a part of researches reported that only a part of result indicators were partially affected. In this research, we investigated Korean large enterprises or middle-sized enterprises in manufacture industry that introduces SAP R/3 and Oracle package to compare their quantitative financial results after the introduction of ERP system, in order to measure the effects of the ERP system. First, we evaluated the difference of the quantitative financial results before and after the introduction of the ERP system. Second, we evaluated the opportunities shown by the effects after the introduction of the ERP system. Third, we removed the sample of the exchange crisis (IMF) and executed the additional analysis to reflect the average increasing and decreasing rate in the industry, so that pure evaluation can be achieved. Inherent limits of precedent researches are removed and practical effects of the pure introduction of the ERP system are evaluated, so the research of this research is significant. The result of this research is as follows. Because of the introduction of ERP, the rate of turnover of inventory property has increased and sales of preparation inventory property have decreased so that more effective inventory property management has been achieved. Moreover, preparation sales of labor costs and preparation sales of the number of employees have decreased to show the effect of the reduction of labor costs. However, it could no be concluded that we could increase the profit due to the introduction of ERP system. Due to the introduction of ERP, although we concluded that the return on assets (ROA) and the additional value of one-person employee statistically showed obvious differences and increased, the return on equity failed to show obvious differences after the process of introduction of ERP.

• The Journal of Industrial Distribution & Business
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• v.9 no.11
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• pp.77-91
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• 2018

Purpose - In this research, we investigate the relationship between the level of information technology utilization, social capital and knowledge management, organization performance. For information and knowledge management, participants' certain level of information technology utilization is required and connections among participants are necessary for performing and for synergy effects. Research design, data, and methodology - Reflecting on these, we empirically analyze the effects of participant's information technology utilization level and social capital on knowledge management and organization achievement for the case of Incheon International Airport. Questionnaire is distributed to the airport employees and collected 221 samples for analyzing. SPSS and AMOS statistic programs are used for analysis. Factor analysis, Credibility adaptability, path analysis, hypotheses are verified. Results - The study research shows as follow. First, the level of IT utilization does affect social capital but does not affect knowledge management. Second, social capital affects both knowledge management and organization achievement. To investigate more about the relationship between the level of IT utilization and knowledge management, we analyzed the control effects of personal characteristics, and findings are, first, employees with longer time service recognize the importance that the level of IT use and knowledge management affect organization achievement more seriously than employees with shorter time service do. Second, employees with shorter time service and younger employees have relatively lesser social capital and participate in knowledge management passively. Third, higher position employees think that the level of IT utilization affects knowledge management while lower position employees do not. Conclusions - The level of IT utilization affects social capital, and social capital affects knowledge management and organization achievement. These results suggest that the level of IT utilization is very important to both organization and each employee. So providing related training and education opportunities or incentives to induce employees to make efforts for higher level of IT utilization and thus to participate in knowledge management more actively is necessary. The level of IT utilization affects social capital which airport employees lack. The one of study results indicates the importance of social capital and for higher competitiveness of the airport social capital should be increased.

• Journal of Distribution Science
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• v.13 no.1
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• pp.35-46
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• 2015

Purpose - This paper attempted to investigate the relationships among the perception of job insecurity and organizational effectiveness, and it examines these relationships while considering the moderating effect of trust in the manager and self-efficacy. Job insecurity is an independent variable, organizational effectiveness aspects (job satisfaction, organizational commitment, and turnover intention) are dependent variables, and trust and self-efficacy are moderators. Research design, data, and methodology - Regression analysis was used to verify the effects. The measurement items were already deemed as reliable and valid in the previous study, but for this purpose, some modifications were made. To examine the model, this study relied on the samples chosen from Korean employees in the six franchise business firms. The survey was conducted on 288 workers. Each question is based on a 5-point Likert type scale. The data were analyzed using SPSS 18.0. Results - The results of the study are summarized as follows. First, job insecurity has an influence on organizational effectiveness aspects (negatively on job satisfaction, negatively on organizational commitment, and positively on turnover intention). Second, analyzing the moderating effect of trust, trust in manager is mediated between job insecurity and organizational effectiveness aspects (on organizational commitment and on turnover intention). However, employees' trust in manager had no significant moderating effect on the job insecurity-job satisfaction relationship. Third, self-efficacy is mediated between job insecurity and organizational effectiveness aspects (on job satisfaction, on organizational commitment, and on turnover intention). Conclusions - First, it is necessary to be aware of the seriousness of employees' job insecurity in franchise firms, which have played a pivotal role in national economic growth, and to create a detailed plan for reducing insecurity and actively implementing it. To this end, the franchise companies should implement efficiency efforts such as obtaining an appropriate capacity of equipped personnel and a training program. Second, there are moderating effects of self-efficacy and trust in the relationship between job insecurity and organizational effectiveness. Depending on business conditions, stability and instability can only be experienced in the organizations of franchise companies. This can give rise to instability in employment. Therefore, it is necessary to develop and utilize a system that can be minimized with a change in the new awareness of employment instability. After all, a good leader (manager) must accumulate personal trust and build up a core competence that is necessary to become competent in the field himself. Even if you lack the material resources to improve performance, if the leader with the core competencies (e.g., technical/management /organization/marketing/design) can gain the trust of the supervisor, you can get a good organizational performance. Therefore, you should foster a healthy organizational culture through education such as leadership training and employee training to be built on trust between the leaders and the employees. In addition, you need to focus on HRD&M training in order to increase the self-efficacy of the supervisor.

• Journal of Korea Technology Innovation Society
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• v.21 no.4
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• pp.1445-1473
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• 2018

This study aims to analyze research-based spin-off companies, which are established in Innopolis to promote the commercialization of R&D outputs of public institutions. We analyzed 175 technology-based start-ups, which were founded before 2016, to examine how the companies' capabilities affect the sales growth rate. The results show that technological capability and entrepreneurial capability have positive relations with sales growth, while network capability and finance capability do not have significant associations. In addition, R&D intensity (R&D expenditure per employee) has moderating effects on the association between firm capabilities and sales growth rate since it strengthens the effect of technological capability and entrepreneurial capability but weakens the influence of network capability. This study contributes to widening the understanding of the importance of capabilities of research-based spin-off companies and their performance, and differs from most previous literature since it uses objective and quantitative data. It further suggests policy implications that the enhancement of technological and entrepreneurial capability are important for the stable growth of technology-based startups in the early stage.

• Journal of Food Hygiene and Safety
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• v.34 no.4
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• pp.380-387
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• 2019

Of great importance in food safety culture are the values of an organization regarding food safety that combine the human and material requirements needed to produce safe and hygienic foods. In recent years, efforts have been made to improve the level of implementation of food safety management systems by improving certain cultural elements of food safety. This study investigated the current state of food safety culture in the HMR manufacturing sector. An anonymous survey of 46 HMR manufacturers of various sizes was conducted to evaluate the implementation status of HACCP prerequisite program and food safety culture. The perceived importance of food safety culture factors and their performance were also surveyed. Employees of HMR manufacturers who participated in this survey recognized that the participation of employees and leadership was the most important factor in ensuring food safety. Smaller enterprises are less aware of the importance of such organizational culture. The survey shows that food safety culture indicators in large companies are generally higher than those of small and medium enterprises. Especially, the manager's level of commitment to food safety, resources input, and education and training was significantly higher than that found at small companies (p=0.005). Among the food safety culture evaluation factors, it was found that education and training had significant influence on HACCP prerequisite program performance. Continued employee education and training on food safety and hygiene are important for HMR manufacturers to achieve HACCP certification standards.