• Korean Journal of Labor Studies
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• v.19 no.1
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• pp.65-104
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• 2013

This study aims to examine the intermediary roles of employee performance between high performance work system (HPWS) and its operational performance on the resource based view. Taking into account the unit of analysis, this study used a hierarchical linear modeling analysis in order to test rigorously the association between HPWS at the organisational level and employee performance at the individual level. For this empirical test, Human Capital Corporate Panel (HCCP) data including 316 firms and 7,872 respondents (including 923 team leaders) were used. To meet the unit of analysis and test the mediation effect, data at the individual and team level were aggregated into the organisational level. The empirical results show that HPWS have a positive impact on operational performance as well as employee performance such as job satisfaction, organisational commitment and organisational trust. Regarding the mediation effect, job satisfaction and organisational trust mediate between HPWS and operational performance. Theoretical implications are discussed in conclusion.

• The Journal of the Convergence on Culture Technology
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• v.9 no.2
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• pp.51-56
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• 2023

This paper analyzes the relationship between organizational development culture, intra-organizational trust, and communication and their influence on corporate competitiveness. The research model is composed that development culture has a positive effect on trust and communication, and that trust and communication have a positive effect on corporate competitiveness. The data for the analysis were integrated at the company level (510 companies) and used the data of 9,053 employees collected in the 1st survey of the Human Capital Company Panel(HCCP II) of the Korea Research Institute for Vocational Education and Training(KRIVET). For corporate competitiveness, responses to 10 factors for internal process capability and customer service capability were used. The structural equation model was employed to analyze the research model. As a result of the analysis, development culture had a positive effect on organizational trust and communication. And trust and communication were found to have a positively effect on corporate competitiveness. In the indirect effect analysis through bootstrapping, the development culture did not show indirect effects through trust and communication, so only direct effects between development culture, trust and communication, and corporate competitiveness could be confirmed.

• Journal of Information Technology Applications and Management
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• v.21 no.4_spc
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• pp.331-344
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• 2014

This study attempts to explore the difference of innovation sources between high-tech industry and mid-tech industry through patent analysis. After extracting 119 corporates, commonly surveyed in 2007 HCCP(Human Capital Corporate Panel) and 2005~2006 Korea Innovation Survey, their patents applied for the Korean Intellectual Property Office in 2007~2012 are analysed mainly through negative binomial regression model. Analytical results shows that external information source could be opposite effects to technological innovation depending on technological level and industrial characteristics. The current results are still bounded in the statistical significance, mainly due to the limited observations and information.

• Asian Journal of Innovation and Policy
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• v.6 no.2
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• pp.138-151
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• 2017

This aim of the study is to show the necessity of implementing an industrial innovation strategy with consideration given to characteristics of the industrial technology. The relationship between industrial technological characteristics and innovation performance is analyzed by using an innovation survey as well as a human capital corporate panel (HCCP). The time-lag effect is also examined. Findings of the analysis show that high-tech industries have entered the post catch-up technology innovation stage in the mid-2000s, but low-tech industries still seem to stay in the catch-up stage. In terms of technology policy, the additional technology innovation support policy should focus on enhancing the innovation capability of the middle and low technology industries, since high technology industries are already developing their own innovation capability. It is necessary to strengthen capacity building through technical cooperation with technology consulting, rather than providing technical support through suppliers.

• Asia-Pacific Journal of Business
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• v.10 no.1
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• pp.39-54
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• 2019

The purpose of this study is to research the effect of organizational culture on trust and communication. Also, the study explores whether trust and communication affects innovative behavior and the mediation effect on innovative behavior among organizational culture, trust and communication. This study analyzed the mediating effect with SEM using data from the HCCP in 2015. The results of the study are as follows. First, it was found that innovative, collective and rational culture positively influence but hierarchical culture negatively influence trust and communication. Second, trust and communication have a positive effect on innovative behavior and trust has a positive effect on communication. Third, the effect innovative, collective hierarchical and rational culture on innovative behavior is mediated through trust and communication. Therefore, this study suggests creating an innovative, relationship-based and goal-oriented organizational culture which increases trust and communication that facilitates innovative behavior.

• The Journal of the Korea Contents Association
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• v.20 no.4
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• pp.348-357
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• 2020

Discussions on entrepreneurship are increasing, but the methodology that can be applied to actual small to mid-sized businesses and venture firms is insufficient, and research on measuring achievement and application is lacking. In this regard, this paper analyzed actual proof on the relationship among entrepreneurial orientation, R&D capabilities, market share, and the creation of BSC future values that can be empirically applied to small to mid-sized businesses and venture firms. A factor analysis and hypothesis verification have been conducted with the SEM model utilizing SmartPLS 3.0 on the recent 7th year (2017) data from the Human Capital Corporate Panel (HCCP) of the Korea Research Institute for Vocational Education and Training. The actual proof analysis revealed that entrepreneurial orientation creates a positive influence on R&D capabilities and the creation of BSC, and also on market share, with R&D capabilities as a parameter. On the other hand, the relationship between entrepreneurial orientation and market share proved to be not statistically meaningful. Future value creation of BSC also could not mediate the relation between entrepreneurial orientation and market share. Therefore, this research has proven that a company must cultivate its personnel's R&D capabilities with their entrepreneurial orientation. Furthermore, it is a significant fact that BSC, the conventional measuring tool for performance management, could not mediate the relationship between entrepreneurial orientation and market share. Future companies aiming at innovation should consider developing a new index that could measure the corporate-level entrepreneurship and conduct performance management.

• Journal of Technology Innovation
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• v.25 no.4
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• pp.239-261
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• 2017

This paper analyzes how corporate product innovation affects firms' revenue and financial stability, and thereby draws the implications for the corporate strategy for sustainable growth. Corporate product innovation is defined as the development of new products within the firm, including bought-in products. Corporate revenue is measured by per capita sales and its growth rate, while financial stability is measured by debt-to-equity ratio and liquidity ratio. In the empirical analysis, the two-stage estimation method was used to control for the endogeneity of new product development. The data are drawn from the first (2005) to the sixth (2015) wave of the Human Capital Corporate Panel (HCCP) Survey, which are matched to the data from the Korea Investors Service (KIS). The results of the first-stage estimation indicate that product innovation of the firm is promoted by the firm's knowledge capital stock, human resources investment, and market-leading strategy. The second-stage estimation results indicate a positive relationship between the firm's level of activity in product innovation and short-term revenue (per capita sales and its growth), and financial stability (lower debt-to-equity ratio and higher liquidity ratio). These findings confirm that the firm's investment in technology innovation and subsequent product innovation are important strategies to enhance both short-term corporate revenue and long-term financial stability.

• Management & Information Systems Review
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• v.36 no.4
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• pp.149-166
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• 2017

The purpose of this study puts stress on effects of job satisfaction and organizational commitment depending on the type of organizational culture of ICT enterprises. This study utilized the 6th Human Capital Corporate Panel(HCCP) data from Korea Research Institute for Vocational Education & Training to analyze the effects of organizational culture in ICT enterprises on the job satisfaction and organizational commitment. The Samples are managers, supervisor, and employees in ICT industries who replied thorough the 6th HCCP. Answers from 875 people, except inappropriate answers, were used to test a hypothesis. In order to do that, reliability analysis and correlation analysis and regression analysis, utilizing the SPSS 24.0 & Amos 18.0, were used to analyze the effects of organizational culture on the job satisfaction and organizational commitment in ICT enterprises. With the purpose of this study, organizational cultures in ICT enterprises have different effects on job satisfaction and organizational commitment. The group culture, development culture, rational culture and hierarchy culture have a positive effects on job satisfaction. And the group culture, development culture and rational culture have a positive effects on organizational commitment. Whereas, hierarchy culture have no effects on organizational commitment. Also, job satisfaction have a positive effects on organizational commitment. Among four cultures of ICT enterprises, the importance of group culture should be stressed. According to the result of empirical analysis, group culture has the most positive impact on job satisfaction, contrary to the expectation that development culture might be the one. So far, the group culture, which emphasizes organizational flexibility, integration, trust, teamwork, high participation, royalty and morale, have positive impact on the organizational employees the most.

• Management & Information Systems Review
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• v.37 no.3
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• pp.115-130
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• 2018

The purpose of this study is to clarify the relationship between organizational characteristics and information systems characteristics or job satisfaction, attempts to examine the regulatory effects brought about by the adjustment of social capital theory. So far, The results of this study are based on the analysis of individual models from the perspectives of each functional organization such as HR, organization, finance, operation, and MIS. Therefore, this paper attempted a comprehensive analysis of factors affecting job satisfaction and firm performance by presenting an integrated research model of organizational perspectives in addition to the approach of MIS perspective. The characteristics of information system were promptness, CEO support, and compensation. And the organizational characteristics were multiple regression analysis using innovation, trust, and preferential factors. The analysis data is based on sixth data from the HCCP of Korea Productivity Center. According to the analysis results, all the variables had a significant influence on satisfaction, especially CEO support and trust. The analysis of the moderating effect between innovation and job satisfaction was moderated by vision sharing. Only the logistic regression analysis of the satisfaction with the average salary of the members among the demographic variables was statistically significant. Therefore, this study can be concluded that the overall satisfaction level will be improved by recognizing appropriate compensation as sufficient compensation.

• Management & Information Systems Review
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• v.30 no.4
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• pp.315-338
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• 2011

A "high-potential employee" is an employee who has been identified as having the potential, ability and aspiration for successive leadership positions within the company and identify employees who have the greatest future potential and make them future-ready to take your organization to success. The primary purpose of this paper is to investigate the relationships of corporate performance on the high potential employee system using the samples from HCCP panel data. This study seeks to identify a significant high potential employee system though empirical research as well. Results of empirical study are summarized. Finally suggestions, implications and limitations of the present study are also discussed. In this article, we explore the role of competitive strategy and technological environment in the introduction of high-potential employees and its link to impact of these performance.