• Journal of the Korea Convergence Society
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• v.8 no.1
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• pp.203-212
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• 2017

Under uncertain environments it is necessary for world-class technological capacity to obtain for making the important role in a national development and industrial infrastructure. For strengthening technological capacity based on R&D excellence we have an exploratory study on the cases of excellent technology and excellent organization of public R&D institutes. What consistently revealed in the whole cases of public R&D institutes is to obtain the technological capacity in the world-class level and we could verify it in the cases of global leading technology, flagship project, world innovative technology, world class laboratory, global top group and so on. For enhancing the technological capacity of R&D objects we could consider prospecting sustainedly for the technological capacity of the organizations in order to appear the excellent technological performance, industrializing it as a R&D program or a new growth engine, and forming the organizational consensus of recognizing its technology or organization they selected as the world-class level.

• East Asian Journal of Business Economics (EAJBE)
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• v.10 no.2
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• pp.93-104
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• 2022

Purpose - Organizational individuals can gain profit from any trials and errors concerning the knowledge others have been able to accumulate. The culture also states the organizational behaviors by identifying the principal aims, and the way members handle personal relationships. This study aims that how corporate cultures can be connected with particular occupations. Research design, Data, and methodology - For the systematic review in prior literature dataset, the present author used the PRISMA which is a set of items that are evidence-based and utilized in reporting systematic reviews. It includes the reporting of meta-analyses. Result - The present author figured out that corporate culture is one of the most crucial factors that workers consider in deciding whether or not they want to be employed in an organization. Having an excellent corporate culture sets the company apart from the competition and increases the company's status to new positions of recruiting and business success Conclusion - The current research concluded that possessing an excellent corporate culture positions the company apart from the competition but boosts the company to new recruiting and business success levels. The two traits of an excellent corporate culture include the culture allowing every individual in the organization to succeed, and the culture works for every individual involved.

• Journal of the Korean Society for Railway
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• v.10 no.4
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• pp.451-456
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• 2007

Organizational abilities which assure human resource of excellent quality in enterprise and organization, manages human resource effectively and systematically will be depended on the performance and successful or not of enterprise. The organization which readies to accept changes will survive, the organization makes full use of changes to opportunity and strategy will be a winner. Now when the environment of enterprise is uncertain and environment of management changes, organization should manage HRM in strategic point of view to maintain persistent competition superiority. We investigated how outsourcing affected on organizational performance perception according to inducting BSC from the employees of metro. As a result of the investigation, outsourcing is perceived importantly in study, growth, internal process point of view, but didn't perceived in finance and customer. We guessed that outsourcing would be perceived importantly in financial point of view as a cost reduction. In 5 years from the beginning of metro, it seemed to be perceived importantly, as organizations grow older, perceptions of outsourcing are perceived low because of stabilization of organization and labor's resistance. It is why that the more outsourcing is performed, the more reduction of organization and decrease of employees is expected as much as cost reduction.

• Journal of Industrial Convergence
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• v.13 no.4
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• pp.11-28
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• 2015

A company have to grow constantly. If a company does not grow and stagnant, it will be finally out of the market. The contemporary companies fully make use of M&A to search for new growth engines. The reason of companies using M&A as a important tool of a business strategy is the fastest way to achieve technology power, market power, competitiveness. The form of M&A was that leading companies take over smaller companies or merger and acquisition between small companies in the middle of 2000. But now, Mega mergers between industry leading companies often occur and especially domestic of course M&A of foreign companies occurs actively. These days the boom of stock market and the big companies are pouring on sale by restructuring, privatization and the basis of low interest will make the M&A market continuously. In this study, I suggest a solution of actual human resources management by analyzing proven M&A cases and search for various problems of a gap in the leadership and communication in connection with integration of organization culture after M&A. First of all, I arrange the theoretical concept of the subject and analyze the key factors of the success M&A cases, lastly I suggested a HR strategy after M&A. After M&A, HR strategy is ; First, a company have to build a organization culture which is that merger company accommodate a excellent organizational characteristic of predecessor company with consideration of culture difference. Second, M&A must proceed to remove of anxiety about the future and employment stability by excellent leaderships. Third, organization integration after M&A is influenced by the level of integration for that reason it was verified that M&A have to make progress by communication of each 2 organizations.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.13 no.5
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• pp.2054-2062
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• 2012

The performance of organizational culture effectiveness has been supported by several researchers. Since Peters & Waterman acclaimed that the excellent companies have their unique culture type, the effectiveness of organization culture have been practically supported. Organization culture is closely related to employees' satisfaction and commitment and contributed to the subjective performance and financial performance in terms of individual and organizational level. Organizational culture is a valuable resources and competitive advantage for the successful growth. Thefore, I have proposed some proposition regarding the type and strength of organization culture and the interaction effect of internal consistency which should be studied for more fundamental study of the effectiveness of organizational culture.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.20 no.44
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• pp.425-446
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• 1997

In recent years, a scholars and a managers in business have taken a more interest on the effects of corporate culture on the organization effectiveness. The corporate culture has been recognized as one of the way to promote the organization performance and cope with the changes of the business environment. Edgar H. Shein defins the corporate culture as the that the pattern of basic assumptions that a given group has invented, discovered or developed in learning to cope with its problems of external adaptation and internal integration. The organization effectiveness is differently defined as the job satisfaction, job involvement, organizational commitment, organizational performance etc. The business culture help the employee (1) understand the values, the tradition, and the different management systems(decision-making basis, promotion, reward, behavior etc.) of the company, (2) make the performance-oriented decison and doings. Consequently, the excellent corporate culture would improve the organizational effectiveness. The purpose of this study is (1) to examine theoretically the content on the corporate culture and the organizational effectiveness, (2) to suggest the direction of the corporate culture management for both the management md the scholars.

• Journal of Korea Society of Digital Industry and Information Management
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• v.5 no.4
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• pp.109-116
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• 2009

In the paper, we designed an automatic security diagnostic evaluation System(SeDES) based on a security diagnostic evaluation model(SeDEM) for an organization's security assurance. The SeDEM evaluates a security level of an organization quantitatively by a security evaluation formula which is composed of security variables and security index as applying the statistical CAEL model for evaluate risk level of banks. The SeDES has a good expandability as changing security variables according to an organization scale, characteristics and so on. And it also has a excellent usage because it inputs only numeric data got from statistical technique to security index. We can understand more a security level correctly than the existent risk assessment system because it is possible to assess quantitatively with an security grade as well as score. analysis.

• International conference on construction engineering and project management
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• 2007.03a
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• pp.749-758
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• 2007

Learning has become an important aspect for any organization to stay relevant and competitive in the corporate world of survival. In construction industry, the international construction joint ventures (ICJVs) provide an excellent platform with opportunity of learning among partners seeking to develop new area of competency and improve their overall competitiveness for their next project endeavor. This paper discusses the development of a conceptual model of effective learning in ICJVs using four major stages of development in a typical joint venture (JV) 's process. The study identified that there are three key constructs that contribute to effective learning comprising learning conditions in the JV's pre-inception stage, success factors of JV for learning in the forming & organizing stage, and learning actions in the implementation & adjustment stage. The effective learning outcomes are measured by the characteristics of learning organization during the JV's completion & evaluation stage. Details and issues of each stage and the methodology of research will be presented and discussed.

• The Journal of Information Systems
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• v.20 no.4
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• pp.49-72
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• 2011

Business Process Change(BPC) is regarded as a salient factor to improve an organizations' efficiency in the current fast-changing business environment. Despite the tremendous popularity and great potential, the field of BPC adoption is littered with remarkable failures. Consequently, there have been many studies that have tried to identify the environmental factors that lead to successful BPC. However, most of them have not considered the effect of the interaction between the environmental factors on BPC success. According to Klempa(1995), the fit between environmental factors of a company may have the impact on its BPC success. Under this background, this paper empirically examines the effects of the fit between the type of BPC and the organization's culture on the success of BPC. Organization's cultures, organizational learning, as well as knowledge sharing are the dominant causes that have impact on the innovation characters of organization. Whether an organization has safety-oriented homogeneous culture or it has the change-oriented heterogeneous culture may have impact on its implementation of BPC. Also the implementation of BPC may be affected by whether the organization adopts the improvement project which accompanies only small changes or it adopts the innovation project which leads to critical changes. Thus, we analyzed the effect of the fit between the organization's culture and its BPC type on BPC success by using the survey data collected from the companies that have adopted BPC. The findings presented in this paper show that the organization having heterogeneous culture practicing innovation project and the organization having homogeneous culture practicing the improvement project resulted in the excellent BPC success.

• Nuclear Engineering and Technology
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• v.55 no.2
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• pp.516-522
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• 2023

The co-precipitation process plays a key role in the decontamination of radionuclides from low and intermediate levels of liquid waste. For that reason, the removal of Cs ions from waste solution by the co-precipitation method was carried out. A simulated liquid waste (¹³³Cs) was prepared from a 0.1 M CsCl solution, while wastewater generated by washing steel ash served as a representative of radioactive cesium solution (¹³⁷Cs). By co-precipitation, potassium ferrocyanide was applied for the adsorption of Cs ions, while nickel nitrate and iron sulfate were selected for supporting the precipitation. The amount of residual Cs ions in the CsCl solution after precipitation and filtration was determined by ICP-OES, while the radioactivity of ¹³⁷Cs was measured using a gamma-ray spectrometer. After cesium removal, the amount of cesium appearing in both XRD and SEM-EDS was analyzed. The removal efficiency of ¹³³Cs was 60.21% and 51.86% for nickel nitrate and iron sulfate, respectively. For the ash-washing solution, the removal efficiency of ¹³⁷Cs was revealed to be more than 99.91% by both chemical agents. This implied that the co-precipitation process is an excellent strategy for the effective removal of radioactive cesium in waste solution treatment.