• The Journal of the Institute of Internet, Broadcasting and Communication
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• v.24 no.1
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• pp.89-95
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• 2024

Nowadays, the competitiveness of a company depends on the ability of all organizational members to share and utilize the organizational knowledge accumulated by the organization. As if to prove this, the world is now focusing on ChetGPT service using generative AI technology based on LLM (Large Language Model). However, it is still difficult to apply the ChetGPT service to work because there are many hallucinogenic problems. To solve this problem, sLLM (Lightweight Large Language Model) technology is being proposed as an alternative. In order to construct sLLM, corporate data is essential. Corporate data is the organization's ERP data and the company's office document knowledge data preserved by the organization. ERP Data can be used by directly connecting to sLLM, but office documents are stored in file format and must be converted to data format to be used by connecting to sLLM. In addition, there are too many technical limitations to utilize office documents stored in file format as organizational knowledge information. This study proposes a method of storing office documents in DB format rather than file format, allowing companies to utilize already accumulated office documents as an organizational knowledge system, and providing office documents in data form to the company's SLLM. We aim to contribute to improving corporate competitiveness by combining AI technology.

• Journal of the Korean Wood Science and Technology
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• v.29 no.1
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• pp.60-67
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• 2001

The microscopic characteristics and cellulose structures of primary and secondary tissues in Pinus densiflora S. et Z. were examined. Cells of primary tissue in cross section showed an irregular arrangement and round shape. Fiber lengths were 200 to $250{\mu}m$ in primary tissue, and 1,500 to $1,600{\mu}m$ in secondary tissue. Cell diameters in primary tissue were larger than those in secondary tissue; 40 to $50{\mu}m$ in former and 10 to $20{\mu}m$ in latter. Crystallite width and d-spacing of (200) in both tissues did not show any significant differences. However, crystallinity indices by Segal's method showed significant differences as 23% in primary tissue and 35% in secondary tissue. In the orientation of cellulose microfibril, primary tissues had a random pattern, whereas, secondary tissues presented an oriented pattern with 20 to 30 degree. The cellulose crystalline of primary tissue was easily transformed into cellulose II by mercerization, but that of secondary tissue hardly transformed. It is considered that the difference of crystal transformation in both tissues could be caused by the difference of lignification.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.8 no.2
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• pp.35-45
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• 2013

In this article, we try to study the relationship among quality management activities, employee trust, and employee satisfaction in small venture companies in Korea. Based on the previous studies, we build a couple of hypotheses about communication, process management, business policies, innovative changes, employee trust and employee satisfaction. From our empirical study, we find that communication and innovative changes have an positive effect on employee trust. Also, employee satisfaction is positively influenced by employee trust. Our study provides the following implications for organization management. First, for employee satisfaction, in an organization, it is very important to build employee trust among higher managements, firms, business processes, evaluations, and employees. Second, in order to build employee trust, besides establishing clear management policy and managing business processes, our study shows that improving communications among employees and customers and having continuos innovative changes such as improving current business processes, problem solving, establishing standards and maintaining high productions are important.

• Korean Journal of Cognitive Science
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• v.7 no.1
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• pp.85-103
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• 1996

In this paper,the existence between the difference of the organization culture and th organizational performance is studied. Many previous studies verified the relationship between the two. The Korean Company survey is based on Rousseau's orgnization culture style,and is analyzed using the statistical package. Rousseau's culture style is composed of three components :consturctive style, passive/defensive style,and aggressive/defensive style. The characteristics of each orgnizational analusis are examined. The elements of the constructive style represent positive values on attitude varriables which are selected as the organizational performence variables. The elements of the passive/defensive style represent neagtive values of the attitude variables. Thus,they have an inverse relationship with this culture style. However,the aggressive/ defensive culture's results represent the weak positive relationship compared with the passive/defensive style. For the improvement of the organizational performance,the orgnzational culture has to develop the constructive style and it is better to minimize the defensive style.

• Journal of the Korea Institute of Building Construction
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• v.20 no.4
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• pp.367-373
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• 2020

As the supervision in site is integrated into construction management, the organization's work is expanded, and the perspective and goals of the work have changed, so there is a high possibility that the conflict situation within the organization will increase. Organization conflict increase a job stress of workers, so it acts as a negative factor in deriving organizational performance. Therefore, the purpose of this study is to analyze the correlation between organization conflict and job stress of construction manager in construction site. As a result of the study, the organization conflict of the construction manager was generally low, and the job stress was also less than that of other area's workers. In addition, correlation analysis revealed that organization conflict and job stress were related. The results of this study may help to improve the organization structure in the construction management site organization.

• The Journal of the Korea Contents Association
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• v.15 no.5
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• pp.507-514
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• 2015

There is an increasing awareness about the abusive supervision(AS) and organizational silence(OS) in organizations and literature about the relation between organizational commitment(OC). But there is a shortage of studies about the abusive supervision and organizational silence in travel service. The purpose of this study is to research reasons of abuse supervision in organizations, its effects, results and applications which can minimize or remove abusive supervision by discussion. In this sense, Questionnaires were delivered 9 travel agencies in Seoul and 241 of them were taken. Questionnaire data was analyzed, and according to the results, some implications were proposed. Abusive supervision affects on organizational silence and organizational commitment of employee in travel agent. Organizational silence ha positive effects on organizational commitment. Organizational silence plays as a role of mediator variable in proposal research model. It is hoped that the present research will encourage future multi-level theoretical and empirical work on abusive supervision.

• 한국벤처창업학회:학술대회논문집
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• 2010.08a
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• pp.5-18
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• 2010

In this article, we try to study the relationship among quality management activities, employee trusts, and employee satisfactions in small venture companies in Korea. Based on the previous studies, we build a couple of hypotheses about communication, process management, business policies, innovative changes, employee trust and employee satisfaction. From our empirical study, we find that communication and innovative changes have an positive effect on employee trust. Also, employee satisfaction is positively influenced by employee trust. Our study provides the following implications for organization management. First, for employee satisfaction, in an organization, it is very important to build employee trusts among higher managements, firms, business processes, evaluations, and employees. Second, in order to build employee trusts, our study shows that improving communications among employees and customers and having continuous innovative changes such as improving current business processes, problem solving, establishing standards and maintaing high productions are important.

• Management & Information Systems Review
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• v.31 no.4
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• pp.339-362
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• 2012

The purpose of this study is to examine the relationship between LMX, psychological empowerment and organizational commitment and the moderating effect of perceived organizational support. The research was examined using a sample of 305 employees engaged in various industries in Seoul, Gyeonggi and Gangwon provinces and the findings of these studies were as follows: To begin with, findings from the study indicate that the Leader-Member Exchange(LMX) is positively related to organizational commitment. Secondly, the Leader-Member Exchange(LMX) has been proven influential for psychological empowerment and furthermore, the results reveal that psychological empowerment(e.g. self-determination, meaning) has positive impacts on organizational commitment. Finally, it has been identified that the relationship between leader-member exchange and organizational commitment didn't prove to be moderated by perceived organizational support. The contribution and limitation of this research were discussed, and future researches were mentioned.

• Journal of Digital Convergence
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• v.17 no.11
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• pp.91-96
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• 2019

The purpose of this study was to examine the influences of employees' volunteer activities on organizational behavior and the mediating effect of positive psychological capital in the relationship with organizational commitment, and the mediating effect of perceived organizational support adjusted through positive psychological capital. The collected 347 survey data were analyzed using SPSS 21.0 program. As a result, the mediating effect of positive psychological capital and the moderating effect of perceived organizational support were found. It was found to have a mediated moderating effect of perceived organizational support. Further research on extended concepts of organizational behavior of employee volunteers is needed.

• Journal of Convergence for Information Technology
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• v.11 no.3
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• pp.77-86
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• 2021

This study aims to systematically review literature on organizational socialization in the field of nursing. The keywords of 'organizational socialization' and 'nursing' were combined with the AND operator, and the author analyzed the total of 26 journal articles published between 2010 and 2020. The number of journal articles on organizational socialization has increased since 2016, and all the articles took an descriptive study approach. It was found that the variables of resilience, role stress, perception of justice, bullying, professional self-concept, and organizational climate could affect organizational socialization, and the variables of intention to leave, intention on retention, resilience, and organizational commitment could be affected by organizational socialization. The result of this study can be used for guiding organizational socialization research in nursing.