• Journal of Korean Society of Industrial and Systems Engineering
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• v.6 no.9
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• pp.67-79
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• 1983

This study considered about an attitude and a role of a female banker. It is the purpose of this study to present problems and to suggest directions through empirical research because a female banker offers service directly for National welfare. The research findings are as follows : (1) A female banker They have to work with a pride and a sense of duty which they serve for society. (2) Bank's inside organization A strong leadership of a manager and a rational management of personnel system are needed. (3) A labor union It must lay stress on enlargement of welfare work and understand opinion of a union member.

• Journal of Distribution Science
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• v.13 no.1
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• pp.35-46
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• 2015

Purpose - This paper attempted to investigate the relationships among the perception of job insecurity and organizational effectiveness, and it examines these relationships while considering the moderating effect of trust in the manager and self-efficacy. Job insecurity is an independent variable, organizational effectiveness aspects (job satisfaction, organizational commitment, and turnover intention) are dependent variables, and trust and self-efficacy are moderators. Research design, data, and methodology - Regression analysis was used to verify the effects. The measurement items were already deemed as reliable and valid in the previous study, but for this purpose, some modifications were made. To examine the model, this study relied on the samples chosen from Korean employees in the six franchise business firms. The survey was conducted on 288 workers. Each question is based on a 5-point Likert type scale. The data were analyzed using SPSS 18.0. Results - The results of the study are summarized as follows. First, job insecurity has an influence on organizational effectiveness aspects (negatively on job satisfaction, negatively on organizational commitment, and positively on turnover intention). Second, analyzing the moderating effect of trust, trust in manager is mediated between job insecurity and organizational effectiveness aspects (on organizational commitment and on turnover intention). However, employees' trust in manager had no significant moderating effect on the job insecurity-job satisfaction relationship. Third, self-efficacy is mediated between job insecurity and organizational effectiveness aspects (on job satisfaction, on organizational commitment, and on turnover intention). Conclusions - First, it is necessary to be aware of the seriousness of employees' job insecurity in franchise firms, which have played a pivotal role in national economic growth, and to create a detailed plan for reducing insecurity and actively implementing it. To this end, the franchise companies should implement efficiency efforts such as obtaining an appropriate capacity of equipped personnel and a training program. Second, there are moderating effects of self-efficacy and trust in the relationship between job insecurity and organizational effectiveness. Depending on business conditions, stability and instability can only be experienced in the organizations of franchise companies. This can give rise to instability in employment. Therefore, it is necessary to develop and utilize a system that can be minimized with a change in the new awareness of employment instability. After all, a good leader (manager) must accumulate personal trust and build up a core competence that is necessary to become competent in the field himself. Even if you lack the material resources to improve performance, if the leader with the core competencies (e.g., technical/management /organization/marketing/design) can gain the trust of the supervisor, you can get a good organizational performance. Therefore, you should foster a healthy organizational culture through education such as leadership training and employee training to be built on trust between the leaders and the employees. In addition, you need to focus on HRD&M training in order to increase the self-efficacy of the supervisor.

• International Journal of Quality Innovation
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• v.9 no.2
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• pp.11-30
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• 2008

The purpose of this study is to develop BSC model of social enterprise. Performance analysis tool of BSC have been brought over from the business world, designed and created from the perspectives of profit-based businesses. The BSC is a strategic performance measurement and management tool designed for the private sector acting as a communication/information and learning system, to measure 'where we are now' and 'where to aim for next'. It prescribes a plan for translating 'vision' and 'strategy' into concrete action across four perspectives at different stages, depending on the business. These perspectives are 'financial', 'customer', 'internal processes' and 'learning and growth', each of which is connected by cause-and-effect relationships that reflect the firm's strategy. Social aims of social enterprise are to accomplish desired outcomes which are to employ vulnerable people and to provide social services. The measurement factors of financial perspective are stable funding, efficiency of budgeting, stakeholders' financial supports, and trade profit. The measurement factors of customer perspective are government, social service users, employees, local communities, sup plier, social activity company, and partnership with external organizations. The measurement factors of internal process perspective are organizational culture, organizational structure/management, internal/external communication, quality of products and services, information sharing. The measurement factors of learning and growth perspective are training and development, management participation, knowledge sharing, leadership of CEO and manager, and learning culture.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.35 no.3
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• pp.32-44
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• 2012

The competitiveness of modern organizations highly depends upon organizational competencies rather than individual competencies. However, most of previous studies on project success focused on individual competencies, such as project manager's competency and leadership. Even though there are some assessment models for the organizational project competencies, they are limited in specific organizations and industries. Furthermore, it is difficult to apply them to domestic companies, especially to small and medium enterprises because some assessment items are inappropriate for them. The purpose of this study is to propose an organizational project competency assessment model that is suitable for evaluating small and medium enterprises. First, the assessment areas and items for each area are determined through extensive investigation of previous models including OPM3, CMMI, and PMBOK. Next, the weights of assessment areas and items are decided by AHP analysis of experts response in the field of the project management. Finally, a project competency assessment model with assessment sheets is proposed. The model proposed in this study might support managers of small and medium enterprises to find pros and cons of project competencies and to establish improvement plans.

• Journal of Korean Academy of Nursing
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• v.51 no.3
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• pp.305-319
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• 2021

Purpose: The purpose of this study was to develop a measurement tool for a positive nursing organizational culture and to verify its reliability and validity. Methods: A conceptual framework and construct factors were extracted through an extensive literature review and in-depth interviews with nurses. The final version of the preliminary tool for the main survey was confirmed by experts through a content validity test and a preliminary survey of 40 nurses. Subsequently, the final tool was developed using a validity and reliability test containing 43 preliminary items. The final version of the tool was used with 327 hospital nurses in the testing phase for the main survey to assess validity and reliability. Results: From the factor analysis, 4 factors and 26 items were selected. The factors were positive leadership of the nursing unit manager, pursuit of common values, formation of organizational relationships based on trust, and a fair management system. The entire determination coefficient was 67.7%. These factors were verified through convergent, discriminant, and concurrent validity testing. The internal consistency reliability was acceptable (Cronbach's α = .95). Conclusion: Both the validity and reliability of the scale were confirmed demonstrating its utility for measuring positive nursing organizational culture. It is expected to be used for education, research, and practical performance policies regarding the nursing organizational culture.

• The Journal of Information Systems
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• v.10 no.1
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• pp.323-352
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• 2001

Venture business plays a great role in creating national competitive power in every country. In particular, software venture business can mostly belong to manufacturing business, and takes the top seat of core industry as the basis of globalization, informatization and localization as well as the driving force of national competitive power. However, software venture business still has some risks in the whole area of business administration including the process of business starting. There are also problems to be solved in such areas as manager's ability, leadership, talent, level of technical development, marketing channel, recruiting of marketing specialists, financial plan and fund raising. In this respect, this study divides 102 software venture businesses into two; business in the stage of growth and matured business through the analysis of questionnaire and analyzes their present managerial conditions according to their characteristics after classifying them into four categories such as general management, technical development, marketing, finance and accounting. Therefore, this study attempts to provide the basic data useful for business activities of software venture business from now on. The results are as follows; First, it can be judged that software venture businesses make efforts for their technical development in their character, and that they make a great investment in research and development. Consequently, it can be believed that this kind of investment must be continued in the future. Second, it can be seen that they are not much interested in marketing and its manpower. In fact, software venture businesses develop products technically at the risk of their life, while marketing plays an important role in the continuity of business. Thus, it is necessary for them to invest in the supplement of manpower in marketing. Third, it is observed that they generally have some difficulties in raising money from outside. By the way, it. is believed that this problem will be solved by appealing to the persons interested such as investors and creditors, if evaluation system would be developed more exquisitely so that their accounting and technical value may be appraised.

• Korean Journal of Legislative Studies
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• v.15 no.1
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• pp.39-63
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• 2009

Retrospecting the past 60 years of interactions between the executive and the legislature in Korea, it is found that the Korean National Assembly is neither a minimal legislature nor a marginal legislature any more. The symbolic role of the Assembly has acquired a remarkable growth and profound strength and there is no need to worry about institutional viability any further. However, its role as a resolver or manager of social conflicts is still under the dominance of the executive and shows even an indication that it might be worsened. Such incapability of the legislature owed much to the vertical control from the outside especially during the authoritarian regimes, however, nowadays it owes much to the inability of consensus building among the out-bursting controversial and horizontal opinions inside of it. Not sufficient managerial capability required for exercising autonomous decision making power efficiently is a major detrimental factor. It traces back to the inability of party politics and demassifying political leadership. Normalization of party politics is identified as one of the essential prerequisites for Korean political development in this regard.

• The Journal of Information Technology
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• v.4 no.3
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• pp.101-123
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• 2001

The competitive environments of the 2001s appears to demand not only information technology(IT), but also practical use of internet network in all business areas. Accordingly, Chief Information Officers(CIO) are recognizing that these objectives can only be achieved through conscious mind and business mind in digital management. Thus, the main concern of CIO in an organization is development and management of human resource in digital management innovation. To make a successful organizational innovation CIO needs to have the conscious mind for change of human resource management. To study the determinants of the level of management in Korean venture firms, Top management characteristics, resource dependence and organizational power perspective, rational expectations, There is direct successful factors of Venture firm, it is they got th notion that for venture an appropriate manager which is as important as the technical leadership itself. also they employed the people who are very good at skilled management.

• Journal of Technologic Dentistry
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• v.29 no.2
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• pp.35-47
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• 2007

The aim of this study was to make dental technicians recognize the importance of their professional self-concept, and to provide basic data to devise the educational programs and policies of establishing their positive professional self-concept. In addition, the investigator tried to present some improvement measures for dental technicians' actual services by examining their job satisfaction. Study findings are as follows: First, the score of study subjects' self-concept is 3.41($\pm$.58) (perfect score=5), middle or high in rank. As for the mean score of professional self-concept by realms, the self-concept of communication is 3.59($\pm$.67), the highest; the self-concept of leadership in the realm of professional service is 3.54($\pm$.75); the self-concept of skills is 3.50($\pm$.75); the self-concept of adaptability is 3.47($\pm$.69); and the recognizant level of satisfactory self-concept is 2.95($\pm$.81), below the normal. Second, as for the difference of professional self-concept according to general characteristics, such variables as age, marital states, and the length of one's service have a significant influence upon the recognition of self-concept. First, the self-concept of those whose age is between 31 and 35 is the highest (3.64$\pm$.49), and it is followed by that of those whose age is 36 and above (3.57$\pm$.77) and then that of those whose age is between 26 and 30 (3.31$\pm$.56)). And that of those whose age is below 25 is the lowest. The obove results show us that the professional self-concept of older study subjects is higher than that of younger ones in general(p<.01). As for marital states, that of married persons(3.54$\pm$.64) is higher than that of unmarried ones(3.35$\pm$.55)(p<.05). As for the length of one's service, that of longtime employees is higher than that of short-period workers(p<.01). In relation to positions, a manager's professional self-concept is the highest(3.89$\pm$.55) and that of an assistant technician is the lowest(3.17$\pm$.58). Study findings show that the professional self-concept of higher ranking technicians is higher than that of lower ones in general (p<.001). Based on the study findings, the investigator suggests followings: First, studies on the professional self-concept that is appropriate to the characteristics of dental technicians must be carried out with a new point of view. Second, a tool must be researched and developed in order for the professional self-concept of dental technicians to be measured. Third, if a new professional self-concept is established and a measuring tool is developed, a study on the relationship between dental technicians' professional self-concept and practice performance can be carried out again.

• Proceedings of the KSR Conference
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• 2011.10a
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• pp.1251-1262
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• 2011

K-company, being in charge of domestic railway construction and facilities management, got a success rate of 41% with the implement of a improvement scheme by prosecuting of 6 Sigma and the achievement of CTQ (Success criteria : more than 0.5 in achievement of CTQ). It is clear that the factors having an effect on achievement of CTQ are the level of project when pushing forward the project(Big Y and small y according to the scope of the work), the degree of interest of an officer in charge like sponsors, and the continuous feedback toward the implement of a improvement scheme. For improvement CTQ achievement, firstly redefine about a type of project. Secondly, derive small y by Big Y and derives a unit work by small y. Then grouping the unit works and achieve Big Y by performing of every unit work as an executive subject. Thirdly organize a committee of subject selection which is supervised by the general manager. Therefore exhibit staff's leadership, for example motivation, by strong incentives. Lastly, provide ongoing learning and enhance system monitoring about a result management of an betterment execution department.