• The Journal of the Korea Contents Association
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• v.13 no.9
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• pp.143-154
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• 2013

This study reviewed reorganization of bureaucrats in the beginning of Lee Myung bak's government from the perspective of the relationship between politicians and bureaucrats. In other words, it analyzed the reorganization of central office group of Korean government in 2008 as the relationship between calling to account by politicians and avoiding calling to account by bureaucrats. Conclusively, first, separation or abolition of a certain organization was resulted from calling to account by president (the ruling party). Second, merging organizations was done because president wanted strong control on that agency or he wanted to realize presidential election pledge (policy) through the agency. Third, if an organization was not changed even though it was selected as the target of abolition, it meant that the organization succeeded in defense. As seen from the above cases, it was found that politicians and bureaucrats played a kind of game for reorganization of government organizations. First of all, if politicians succeeded in calling to account, the bureaucratic organization was separated or abolished. If bureaucrats succeeded in self defense, the organization became expanded. Finally, if both parties were even, corresponding organizations would not have changes.

• Knowledge Management Research
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• v.22 no.3
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• pp.107-127
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• 2021

This study examines the effect of general corporate employees' perception of organizational politics, which is widespread and negatively perceived in Korean companies, on their reaction behavior. In particular, the mediating effect of cynicism and the moderating effect of commitment was analyzed. As a result of the analysis, it was confirmed that organizational political perception had a positive effect on cynicism, and cynicism had a significant effect on exit, loyalty, and neglect. In addition, the moderating effect of commitment between cynicism, exit, and neglect was confirmed. Through this study, it was demonstrated that the higher the organizational political perception, the higher the cynicism and the negative reaction behavior. It was intended to suggest the organizational system improvement and the importance of human resource management through it.

• Industry Promotion Research
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• v.5 no.2
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• pp.19-25
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• 2020

This study is a study on how to revitalize social and economic organizations in the Chungnam region. For this, the following major results were presented in literature studies based on prior studies. First, it is necessary to upgrade the social economic organization promotion system and system in Chungnam. Second, there is a need to advance the measures to revitalize various social and economic organizations in cities and counties by building an integrated support system for social and economic organizations. Third, it is necessary to expand the public purchase of products of social economic organizations. Fourth, it is necessary to strengthen the business competency of the social economy organization and promote education. Fifth, it is necessary to upgrade the network for social economic organizations and create differentiated businesses. On the other hand, the social economic organization in Chungnam region shown through this study is as follows. First, social and economic organizations should share their willingness to implement policies in the provincial and provincial areas of Chungnam Province and cities and counties in terms of solving and improving various problems in the region. Based on this, it is required to upgrade the social and economic organization area. Second, the Chungnam region needs a shift in awareness that it is a social and economic organization that is a key factor in overcoming changes in the demographic structure due to industrial weakness and aging. Third, a positive shift in awareness is required by shifting awareness and strengthening education on social and economic organizations. To this end, it is necessary to raise the awareness level of local residents through public education and joint public-private education.

• The Journal of the Korea Contents Association
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• v.8 no.2
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• pp.182-194
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• 2008

Corporate managers look at IT outsourcing as long-term strategic choices not as short-term tactical ones, and maximizing the effect that IT outsourcing brings about is the main concern to them. Emerging different types of IT outsourcing and their effects on the corporate business decisions necessitate the research on this subject. According to previous researches, the Intent for IT outsourcing is categorized as IS Improvement, Business Impact, and Commercial Exploitation. The decison factors for these IT outsourcing include corporate strategy types, IT role, and interaction between these two. Firm size and IT maturity are selected as moderating factors to add the credibility to the research of the effect of IT outsourcing decision making. Analyzing collected data revealed that corporate strategy rather than IT role is more significant factor affecting the intent for IT outsourcing decision. Defenders(as in corporate strategy types) tend to use IT outsourcing more as a means to improve information systems, compared to analyzers and reactors. Prospectors tend to use IT outsourcing more as a commercial exploitation, compared to analyzers and reactors. These outcomes prove that corporate strategy characteristics reflect outsourcing intent. There were previous researches that showed outsourcing decision depends on IT role, however the hypothesis was rejected that IT role determines outsourcing intent. It was also rejected that the interaction between corporate strategy types and IT role determines outsourcing intent. Corporate decision makers should first analyze corporate strategy, and reflect it on the outsourcing intent when they make IT outsourcing decisions. Only the precise defining of IT outsourcing intent will lower the risk and increase the possibility of success.

• 한국IT서비스학회:학술대회논문집
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• 2007.11a
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• pp.3-8
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• 2007

지난 2004년 6월 24일에 공표된 신BIS 자기자본규제제도에 의거 회원국 은행들에 대한 체계적인 위험관리가 강화되는 상황에서 우리나라도 2009년부터 모든 은행이 신BIS기준을 도입및 적용할 예정이다. 신BIS협약은 운영리스크(부적절한 내부절차, 직원, 시스템)에 대해서도 리스크를 측정하여 은행의 소요 자기자본에 반영토록 하고 있다. 따라서 본 연구자는 은행의 조직환경 변수들이 조직유효성에 영향을 미치고 이들이 또한 내부통제절차의 상시 유효성에 영향을 미치는 지 알아보기 위하여 국내 소재 은행원들을 대상으로 실증분석함으로써 은행들이 효율적인 내부통제를 통해 금융사고를 미연에 방지하고 은행자산의 건전성에 기여하기 위한 지침을 제시하는 관점에서 연구를 진행하였다. 연구결과, 연구모형에서 예상한 바와 같이 조직환경이 내부통제유효성에 직접적으로 영향을 미치지만 조직몰입도나 집단응집력과 같은 조직유효성을 매개로 하여 내부통제유효성에 더욱더 영향을 미치고 있었다. 이러한 점에 비추어 본 연구의 결과를 토대로 은행내 중간관리자의 성향에 따라 개별조직 구성원들의 행동양식이나 가치관에 영향을 미칠 수 있는 현실을 감안하여 장기적인 안목에서 양질의 리더십, 조직문화 그리고 분위기 등 조직환경을 리드해 나갈 수 있도록 관리자들에 대한 교육훈련 및 소양교육을 지속적으로 펼쳐나가는 것이 중요하다고 본다.

• Journal of Cadastre & Land InformatiX
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• v.44 no.2
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• pp.45-58
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• 2014

The purpose of this study is to find out the influence on Organizational Performance of Autonomy in Cadastral Employees. The survey was conducted around the branch Korea Cadastral Survey Corporation. Using SPSS 20.0 and Amos 19.0, Structural Equating model was verified. The results of the analysis and the proposal is as follows. First, autonomy not directly but indirectly affected job satisfaction and organizational commitment. This had a positive impact on job satisfaction and organizational commitment, autonomy existing research. But it was not the organization's performance by increasing the autonomy to higher study. Perhaps it is analyzed the results of the public sector. Second, the relationship between autonomy and organizational performance in leadership had a mediating effect. And increase organizational performance factors, leadership has a very important meaning. Public good is not guaranteed autonomy. Therefore, it is possible to compensate through leadership. Third, cadastral field manager leadership competencies, it is necessary to develop a training program to enhance the organizational commitment and job satisfaction.

• 한국IT서비스학회:학술대회논문집
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• 2008.11a
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• pp.220-223
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• 2008

조직에서 IT에 투자함으로써 납득할만한 가치를 얻고 있는가에 대한 물음에 많은 경영진과 의사결정권자들은 확신을 하지 못하고 있는 상황이다. 또한 조직의 IT 역량이 조직의 경쟁력 향상에 기여하고 있는가에 대한 부분도 크게 다르지 않다. IT프로젝트는 의뢰 IT부서가 담당하고 있으며, IT 투자 또한 전사 차원의 전략인 관점보다는 전술적 수준의 이니셔티브로 인해 적지 않은 자원을 낭비하고 있는 실정이다. 이러한 상황에서 IT 거버넌스에 대한 필요성과 개념에 대한 올바른 인식이 필요하게 되었으며, 그 접근 방법으로써 ITA를 비롯하여 많은 방법론들이 대두되고 있는 상황이다. 이에 우리는 정부부처 및 공공기관을 대상으로 ITA를 기반으로 정보자원을 관리하고 있는 조직들을 대상으로 IT 부분에 있어 어떠한 의사결정 형태를 갖고 있는지 연구하였으며, 본 연구에 관한 자세한 내용은 다음과 같이 논의 하였다.

• 한국IT서비스학회:학술대회논문집
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• 2006.11a
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• pp.271-278
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• 2006

IT 조직의 활동에 대한 성과 평가는 과거 재무적인 평가방법이 주를 이루었으나 최근에는 정보시스템 기능과 활동 주체가 다양해짐에 따라 재무적인 접근방법과 함께 새로운 평가 방법 및 기준에 대한 연구가 진행되고 있다. 특히 균형 성과표 (Balanced Scorecard: BSC) 개념을 IT 활동 평가에 적용한 IT-BSC에 대한 연구도 이루어지고 있다. 그러나 정보시스템과 기업전략과의 관계에 대한 규명이나, 다양한 IT 성과측정지표들간의 연계성을 측정하는 연구는 이루어지고 있지 않은 실정이다. 이에 본 본 연구에서는 IT 조직의 성과평가를 위한 핵심성공요인(CSF)과 핵심성과지표(KPI)를 도출하고, 도출된 지표간의 인과관계를 검증하고자 한다. 본 연구의 결과로 도출된 영역과 지표들은 각 산업영역에서 IT 조직의 성과를 측정할 때 참고하고 적용할 수 있는 효과적인 지침으로 활용될 수 있다는 데에 연구의 의미를 둘 수 있다.

• Journal of the Korea Society of Computer and Information
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• v.16 no.11
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• pp.219-232
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• 2011

The purpose of this study is to give implications for cooperative network building for general corporate IT staffs as well as operational improvement of the IT organization which is a specialized unit in general company though analysis of characteristics of communication networks of the IT organization. 39 IT employees of company "A" were surveyed and interviewed, and the data collected were analyzed in a network analysis method. The analysis shows that a variety of networks were built across employees - e.g. strong/weak ties or centralized/decentralized structure - by each communication area. IT competency network was found weak ties. Career-rela ted network showed centralized and hierarchical characteristics. At the center of each network was positioned manager of each team. To address improvement of the findings, I presented the followings: more active networking over IT competency, enhancement of work centralization and collection of research data as to communication network of IT organization.

• The Journal of the Korea Contents Association
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• v.20 no.4
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• pp.416-426
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• 2020

The purpose of this research is to explore the relationship between organizational cultural perception gap and organizational effectiveness. it has rarely been studied in the academia. The research of the organizational cultural perception gap provides entrepreneurs directions on how to manage a company. Since previous studies have been focused on cultural type or strength, this study aims to suggest managerial implication in detail by analyzing present-ideal gap. Furthermore, this study would discover how it is different according to a psychological mechanism. The empirical results of 134 employees showed that the organizational cultural perception gap (i.e. Clan) had a negative effect on job satisfaction and affective commitment. In order to reduce the negative effects of organizational cultural perception gap, it is necessary to reach an agreement with members on organizational culture, which is ideal for organizational level, and understanding the members' internal motivations is important for proper organizational management.