• The Journal of the Korea Contents Association
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• v.14 no.1
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• pp.444-454
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• 2014

The purpose of this study is compares organizational culture and job characteristic and job continuance will of private security searches its investigate relation. This study had selected private security company members from Seoul of 2011 for population. Using purposive sampling method, 280 samples were drawn and were used for the final analysis. Using SPSS WIN 18.0, frequency analysis, factor analysis, reliability analysis, multiple regression analysis were performed. Cronbach's ${\alpha}$ value which shows the reliability of the survey came out to be over .665. The conclusion is following : First, organizational culture of private security service affects in job characteristic. As a work period is long, the job importance and feedback appear high. As development mutual agreement culture is formed, the job importance, autonomy is high. As reasonable culture is formed, the job importance, autonomy, feedback are high. As a hierarchical culture is formed, the job importance, feedback rises, and on the other hand, autonomy decreases. Second, organization culture affects in job continuance will to private security guard. Job expectation is high in man group. As age is high, crisis sense decreases. As attainments in scholarship is high, job satisfaction, shrinkage, alternative expectation increase. As there are much monthly income, job satisfaction, shrinkage, job expectation, alternative expectation, crisis sense become increase. As development mutual agreement culture is formed, job satisfaction, malicious insincerity, job expectation, alternative expectation, crisis sense are high. As reasonable culture is formed, job expectation increases, and on the other hand, malicious insincerity decreases. As a hierarchical culture is formed, job satisfaction, malicious insincerity, job expectation, crisis sense appear high. Third, private security guard job characteristic affects in job continuance will. As attainments in scholarship is high, job satisfaction, job expectation, alternative expectation increase. As a work period is long, job satisfaction, job expectation, alternative expectation, crisis sense appear decreases. As there are much monthly income, job satisfaction, job expectation, alternative expectation, crisis sense increase. Job satisfaction, job expectation increases as recognize the job importance high. Job satisfaction, shrinkage, malicious insincerity, job expectation, alternative expectation increase as recognize autonomy high. If feedback is proceeded well, malicious insincerity decreases.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.3
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• pp.376-381
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• 2018

The purpose of this study is to investigate price transmissions between wholesale and retail markets regarding Jeju tangerines by employing co-integration analysis and vector error correction model. The results of this study are summarized as follows: First, the long-run equilibrium relationship was found among wholesale and retail markets in time series for level by distribution channel. Second, a short-run causality relationship was observed between wholesale and retail markets. Third, the long-run causality relationship between wholesale market and retail markets was found bidirectional and feedback effect. These results imply that the wholesale price performs a central role in establishing price in the tangerine market, and the wholesale market influences tangerine price. In conclusion, for the development of a competitive tangerine industry, it is necessary to aggressively promote the policy of supply and demand control of tangerine production through organizing producers.

• The Journal of the Korea Contents Association
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• v.15 no.11
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• pp.202-214
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• 2015

This study aims to develop and apply communication and relationship enrichment programs for married multicultural couples and verify its effects. This preliminary program was developed based on results from reviews of existing intervention programs, participants' interview for their needs and professionals' feedback on program. The program includes 11 sessions(once a week; 2 hours per session) focusing on communication strategies and related activities using marital counseling. Four multicultural couples participated in the intervention program. Qualitative data was collected during the program, including voice recording files, activity sheets, and filed notes conducted by researchers. Based on the results from the data analysis, we could find the intervention program had an positive effect on the communication between multicultural couples. Specifically, the intervention program could (1) enhanced intimacy in the couples, (2) started conversation and improved communication patterns between the couples. And also (3) modes of communication were changed to more collaborative communication through this program. The marital communication program developed in this study is significant in that it played a catalytic role for marital conversation in multicultural couples and used professional counseling techniques and strategies in solving and managing marital conflict.

• Journal of the Korean Data and Information Science Society
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• v.26 no.6
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• pp.1387-1395
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• 2015

Since the financial crisis of 2008, the People's Republic of China has aggressively been pursuing the internationalization of the Chinese Yuan or Renminbi. In this regard, rapidly increasing use of the Chinese Yuan in the onshore and offshore markets are important milestones. This paper analyzes relationship between the onshore and offshore Chinese Yuan spot markets. Major findings of this paper are as follows : First, there is full feedback relationship between the Onshore and Offshore Chinese Yuan Markets. Second, the difference between the yuan's offshore exchange rate and the onshore was getting tight. Third, the offshore Yuan market affects on the onshore market based on the empirical tests.

• The Journal of the Korea Contents Association
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• v.21 no.10
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• pp.356-367
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• 2021

This study is a study on how much organizational leadership influences customer orientation so that it can secure and maintain a continuous competitive advantage in the rapidly changing environment of corporate management and public organizations. it was approached through theoretical consideration of pygmalion leadership. The purpose of this study is as follows. First, a conceptual definition of the three research variables of pygmalion leadership and its constituent atmosphere, feedback, and output is given. Second, the casual relationship between the conceptually defined three research variables of pygmalion leadership and self-efficacy and organizational commitment was verified. Third, the casual relationship was verified on the extent to which pygmalion leadership influences customer orientation through self-efficacy and organizational commitment, which are parameters. Fourth, through the verification result of the casual relationship between the research variables constituting the research model of this study. It was intended to present an implication. In addition, the significance of direct causal relationships between the research variables of pygmalion leadership, mediating variables, and dependent variables, which constitute the verified research models was verified, and the results of hypothesis testing were presented, and the academic and practical implications of the results of this study were presented.

• Korean Journal of Culture and Social Issue
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• v.13 no.2
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• pp.55-76
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• 2007

This study investigated the relationship between emotional contagion and altruistic behaviors and also examined the moderating effect of self-construals(independent and interdependent self) in this relationship. It was hypothesized that the emotional expression of people in need would be caught by others through automatic mimicry, that emotional information would be internalized through the facial-feedback process and that the transferred emotion would eventually result in a motive to call for altruistic behaviors. In Study 1, participants watched a video clip about a disabled student reporting difficulties in school life but showing facial expression opposite to the contents of message to separate emotional contagion and empathy. Participants' decision to participate in voluntary works for the disabled student was measured. As a result, it was found that the more participants experienced emotional contagion, the more they participated in altruistic behaviors. Study 2 measured the vulnerability to emotional contagion, actual experiences of altruistic behaviors, and self-construals. The results of hierarchical regression showed that interdependent self moderated the influence of emotional contagion on altruistic behaviors whereas independent self moderated the relationship in an opposite direction. The implications of emotion and altruistic behaviors in human evolution process are discussed.

• CRM연구
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• v.3 no.1
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• pp.49-71
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• 2010

This study set out to shed more specific light onto sales managers' coaching and salespersons'organizational commitment and role perceptions, which have been proven to work as important variables in salespersons' performance. It thus conducted an in-depth investigation into the overall sale management activities of sales managers from five high-sales organizations and five low-sales organizations and analyzed differences between them. The interviews of the ten sales managers were combined and analyzed. As a result, the ones from the high-sales organizations demonstrated the following characteristics: first, the salespersons of the high-sales organizations were strongly committed to the goals and values of their organizations. Second, the salespersons of the high-sales organizations had clear perceptions of their roles and showed relatively fewer role conflicts than those of the low-sales organizations. Third, the sales managers of the high-sales organizations demonstrated coaching behavior strongly. They provided positive feedback and role models for the salespersons to follow, thus earning great respect from them and maintaining trust-based relationships with them. And finally, the sales managers' organizational commitment and role perceptions had positive impacts on the salespersons' organizational commitment and role perceptions. Those research findings indicate that sales managers' organizational commitment and role perceptions can be a positive role model to salespersons and that such a role model can have influences on salespersons' performances as part of the characteristics of coaching behavior.

• Management & Information Systems Review
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• v.35 no.4
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• pp.185-211
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• 2016

This study examined the impact of learning organization activities on burnout and the moderating effect of supervisor trust in a learning organization. The results of the study shows that among the activities of a learning organization, independent variables in this study, promoting inquiry and dialogue as well as encouraging collaboration and team learning affect burnout. In other words, the dedication of an organization to creating a culture in which various learning approaches are experimented through questioning and giving feedback as well as collaborative learning that can reinforce the effective use of team resources have an impact on reducing emotional exhaustion, which is considered to be at the core of burnout. Plus, these factors reduce impersonalization, which is activated to prevent further emotional exhaustion by dealing with customers, colleagues and jobs in a cold, negative and perfunctory way. In this study, the dimensions of promoting inquiry and dialogue as well as encouraging collaboration and team learning were found to reduce the decline in personal sense of achievement of an employee with a negative assessment of himself or herself derived from a lack of achievement in his or her job. Supervisor trust (integrity, benevolence and ability) had a moderating effect on the relationship between strategic learning leadership and impersonalization/emotional exhaustion. This suggests that the trust of supervisor helps mediate and moderate the emotional exhaustion and impersonalization of organizational members by encouraging leaders to drive change and take the organization to a new direction. The study has provided implications that communication plays an important role in reducing burnout in the learning context such as positive, appreciative inquiry and feedback analysis to identify strength, and that supervisor trust is critical in order to ensure strategic learning leadership exerts greater influence on the organization.

• Review of Culture and Economy
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• v.20 no.1
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• pp.51-80
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• 2017

This study aims to analyze various issues and problems in the implementation process of cultural impact assessment in 2016. As a result of the analysis, it is found that the evaluation index of the cultural impact assessment is difficult to understand, and the referring data and materials in the evaluation planning phase in the process of the cultural impact assessment are deficient, and the evaluation planning is based on surveys rather than various methods. And there are some problems with evaluation scales and weighting, and they are focused on the evaluation itself rather than the feedback of the evaluation results. Therefore, this study suggests that, in the evaluation planning phase, the different methods of comparing the evaluation results according to the project execution, the project progress, and the completion time of the project should be adopted, and the project manager and the evaluation group participate developing the evaluation indicators together, and methodology for identifying causal relationship such as system dynamics will be adopted. In the stage of evaluation, it is necessary to introduce various methodology such as diverse residents participation, abundant case study, application of quantitative methodology, and the utilization of expert evaluation teams. In the evaluation feedback stage, it is necessary to provide thorough consulting based on the evaluation results.

• Journal of Technology Innovation
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• v.30 no.1
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• pp.21-56
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• 2022

Since Michael Porter (1991) has proposed that environmental regulation can help a firm increase its competitiveness by encouraging it to engage in more innovative activities to meet the environmental regulation, a number of researchers have empirically investigated the "Porter Hypothesis." However, the empirical results still remain mixed. Combining the perspectives of the behavioral theory of the firm and firm heterogeneity, we argue that the levels of regulation stringency and time-pressure would differentially influence a firm's innovative behavior depending on the firm's aspiration level, performance feedback and technological capabilities. Using the U.S. Corporate Average Fuel Efficiency (CAFE) regulation context, we empirically demonstrate that lagging firms that do not meet the new regulation standard announced by the government tend to search for more distant knowledge and that the impact of the patents they file for decreases as the regulation becomes more stringent. In addition, we also find that as time-pressure increases, lagging firms stand to apply for more patents than do leading firms whereas the overall impact of the patents decreases. These results help us advance our understanding of the nuanced causal relationship between regulation and innovation and provide practical implications for policymakers.