• 제목/요약/키워드: Individual performance

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네트워크 구조와 조직학습문화, 지식경영참여가 개인창의성 및 성과에 미치는 영향에 관한 실증분석: SI제안팀과 R&D팀의 비교연구 (Exploring Influence of Network Structure, Organizational Learning Culture, and Knowledge Management Participation on Individual Creativity and Performance: Comparison of SI Proposal Team and R&D Team)

  • 이건창;서영욱;채성욱;송석우
    • Asia pacific journal of information systems
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    • 제20권4호
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    • pp.101-123
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    • 2010
  • Recently, firms are operating a number of teams to accomplish organizational performance. Especially, ad hoc teams like proposal preparation team are quite different from permanent teams like R&D team in the sense of how the team forms network structure and deals with organizational learning culture and knowledge management participation efforts. Moreover, depending on the team characteristics, individual creativity will differ from each other, which will lead to organizational performance eventually. Previous studies in the field of creativity are lacking in this issue. So main objectives of this study are organized as follows. First, the issue of how to improve individual creativity and organizational performance will be analyzed empirically. This issue will be performed depending on team characteristics such as ad hoc team and permanent team. Antecedents adopted for this research objective are cultural and knowledge factors such as organizational learning culture, and knowledge management participation. Second, the network structure such as degree centrality, and structural hole is used to analyze its influence on individual creativity and organizational performance. SI (System Integration) companies are facing severely tough requirements from clients to submit very creative proposals. Also, R&D teams are widely accepted as relatively creative teams because their responsibilities are focused on suggesting innovative techniques to make their companies remain competitive in the market. SI teams are usually ad hoc, while R&D teams are permanent on an average. By taking advantage of these characteristics of the two kinds of teams, we will prove the validity of the proposed research questions. To obtain the survey data, we accessed 7 SI teams (74 members), and 6 R&D teams (63 members), collecting 137 valid questionnaires. PLS technique was applied to analyze the survey data. Results are as follows. First, in case of SI teams, organizational learning culture affects individual creativity significantly. Meanwhile, knowledge management participation has a significant influence on Individual creativity for the permanent teams. Second, degree centrality Influences individual creativity significantly in case of SI teams. This is comparable with the fact that structural hole has a significant impact on individual creativity for the R&D teams. Practical implications can be summarized as follows: First, network structure of ad hoc team should be designed differently from one of permanent team. Ad hoc team is supposed to show a high creativity in a rather short period, implying that network density among team members should be improved, and those members with high degree centrality should be encouraged to show their Individual creativity and take a leading role by allowing them to get heavily engaged in knowledge sharing and diffusion. In contrast, permanent team should be designed to take advantage of structural hole instead of focusing on network density. Since structural hole can be utilized very effectively in the permanent team, strong arbitrators' merits in the permanent team will increase and therefore helps increase both network efficiency and effectiveness too. In this way, individual creativity in the permanent team is likely to lead to organizational creativity in a seamless way. Second, way of Increasing individual creativity should be sought from the perspective of organizational culture and knowledge management. Organization is supposed to provide a cultural atmosphere in which Innovative idea suggestions and active discussion among team members are encouraged. In this way, trust builds up among team members, facilitating the formation of organizational learning culture. Third, in the ad hoc team, organizational looming culture should be built such a way that individual creativity can grow up fast in a rather short period. Since time is tight, reasonable compensation policy, leader's Initiatives, and learning culture formation should be done In a short period so that mutual trust is built among members quickly, and necessary knowledge and information can be learnt rapidly. Fourth, in the permanent team, it should be kept in mind that the degree of participation in knowledge management determines level of Individual creativity. Therefore, the team ought to facilitate knowledge circulation process such as knowledge creation, storage, sharing, utilization, and learning among team members, which will lead to team performance. In this way, firms must control knowledge networks in permanent team and ad hoc team in a way mentioned above so that individual creativity as well as team performance can be maximized.

개인피드백과 집단피드백이 과업 수행의 양과 질에 미치는 상대적 효과 검증 (Relative Effects of Individual and Group Feedback on the Quantity and Quality of Task Performance)

  • 문광수;차민정;이계훈;오세진
    • 한국콘텐츠학회논문지
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    • 제14권12호
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    • pp.655-664
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    • 2014
  • 최근 많은 기업들이 팀제를 활용하고 있지만 팀의 업무 수행 향상에 효과적이고 효율적인 피드백 제공방법에 대한 연구는 부족한 상황이다. 이에 본 연구의 목적은 팀 수행 상황에서 개인 피드백과 집단 피드백이 과업 수행의 양과 질에 미치는 효과를 비교하는 것이었다. 실험 과제는 영어 문서를 컴퓨터에 입력하는 것이었고 수행의 양은 입력된 단어의 수로, 수행의 질은 올바르게 입력된 단어의 비율로 측정되었다. 혼합설계(mixed design)가 적용되었고 총 48명의 참가자들은 개인과 집단 피드백 집단에 무선적으로 할당되었다. 각 팀은 3명으로 구성되었고 총 4회기 동안 함께 과제를 수행하였다. 개인피드백 조건에서는 각 참가자에게 개인의 수행에 대한 정보만 제공되었고, 집단 피드백 조건에서는 팀의 전체 수행 합에 대한 정보만을 제공하였다. 참가자들의 타이핑 속도를 통제한 공변량 분석결과, 두 가지 피드백 모두 수행의 양을 증가시키는 데 효과적이었지만, 효과크기는 집단 피드백이 더 높았다. 수행의 질에 있어서는 집단 피드백 조건에서만 올바르게 입력한 비율이 유의미하게 증가하였다. 따라서 개인 피드백 보다는 집단 피드백이 과업 수행 증가에 좀 더 효과적, 효율적이라고 할 수 있다. 하지만 본 연구결과는 기존의 연구결과와는 상반된 결과로 일반화하기 위해서는 더 많은 관련 연구가 필요하다. 특히 후속연구에서는 문화 차이, 과제 종류에 대한 고려가 필요하다.

DAPT: 조종 기술의 예측적 인지 모델 (ADAPT: A Predictive Cognitive Model of Piloting Skill)

  • 손영우;김경태;장수왕;김도형
    • 한국인지과학회:학술대회논문집
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    • 한국인지과학회 2005년도 춘계학술대회
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    • pp.9-13
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    • 2005
  • A comprehension-based computational model of pilot action planning called ADAPT is presented to model pilot performance in a flight simulation context. Individual pilots were asked to execute a series of flight maneuvers using a flight simulator, and their eye-scanning, control movements, and flight performance were recorded in a time-synched database. Computational models of each of the 25 individual pilots were constructed, and the individual models simulated execution of the same flight maneuvers performed by human pilots. The time-synched eye-scanning, control movements, and flight performance of individual pilots and their respective models were compared to test ADAPT's predictive validity.

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호텔 웨딩.연회 종사원의 개인 갈등이 경영 성과에 미치는 영향 관계 (The Effects of Individual Conflicts among Hotel Banquet Employees on the Performance of Management)

  • 김희기;안성근;이준재
    • 한국조리학회지
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    • 제14권2호
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    • pp.46-60
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    • 2008
  • In the hotel industry, there are the production and consumption of services at the same time, considering direct contact between employees and customers. In this respect, this study was conducted based on more practical factors to grasp employees' feelings and conflicts. The results of this research are as follows. First, individual conflicts among hotel banquet employees influence devotion to the organization which has a direct effect on performance of management. Second, such devotion is closely correlated with the factors of the performance of management. Finally, managing employees' conflicts is the key factor to promote the performance of management. Under these circumstances, there should be more concern in solving problems among employees and special pro-grams for promoting job satisfaction and devotion which bring about more profits as well as a sense of achievement.

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Influence of Individual Entrepreneurial Orientation on the Performance of Small and Medium Enterprises in Malaysia

  • KOE, Wei-Loon;RONI, Mastura;CHIN, Tee Suan
    • The Journal of Asian Finance, Economics and Business
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    • 제9권5호
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    • pp.325-333
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    • 2022
  • This study examined the influence of three elements of individual entrepreneurial orientation (IEO), namely innovativeness, risk-taking, and proactiveness on the performance of small and medium enterprises (SMEs). It is worth noting that SMEs have experienced low productivity, low profit, and low performance during the COVID-19 pandemic era. Although several studies have shown that entrepreneurial orientation (EO) is a key factor of company performance, few have focused on IEO. This study employed a quantitative research design because all variables were measurable. It used a questionnaire to survey 384 SMEs in the service sector and employed structural equation modeling (SEM) in data analysis. The findings suggested that SMEs' performance was influenced by risk-taking and proactiveness. This could be related to the fact that SMEs have a less formal structure, allowing owner-managers to take risks and make quick decisions. Furthermore, high performance was ensured by being very sensitive to market trends and changes in the business environment. Innovativeness was not a significant factor in influencing the performance of SMEs. Perhaps it was rather difficult for SME owner-managers to be innovative due to the lack of various resources. This study successfully re-confirmed the effect of IEO on business performance and highlighted the importance of risk-taking and proactiveness in improving the performance of SMEs.

QUALITY ASSURANCE IN ROADWAY PAVEMENT CONSTRUCTION

  • Myung Goo Jeong;Younghan Jung
    • 국제학술발표논문집
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    • The 5th International Conference on Construction Engineering and Project Management
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    • pp.596-601
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    • 2013
  • In the current pavement construction practice, the state agencies traditionally determine the quality of the as-constructed pavement mix based on individual mixture material parameters (e.g., air voids, cement or asphalt content, aggregate gradation, etc.) and consider these parameters as key variables to influence payment schedule to the contractors and the present and future quality of the as-constructed mixture. A set of empirically pre-determined pay adjustment schedule for each parameter that was differently developed and being used by the individual agencies is then applied to a given project, in order to judge whether each parameter conforms to the designated specifications and consequently the contractor may either be rewarded or penalized in accordance with the payment schedule. With an improved quality assurance system, the Performance Related Specification, the individual parameters are not utilized as a direct judgment factor; rather, they become independent variables within a performance prediction function which is directly used to predict the performance. The quantified performance based on the prediction model is then applied to evaluate the pavement quality. This paper presents the brief history of the quality assurance in asphalt pavement construction including the Performance Related Specifications, statistical performance models in terms of fatigue and rutting distresses, as an example of the performance prediction models, and envisions the possibilities as to how this Performance Related Specification could be utilized in other infrastructures construction quality assurance.

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호텔직원의 사회지능이 협력과 개인성과에 미치는 영향 (The Influences of Social Intelligence on Cooperation and Individual Performance of Hotel Employees)

  • 임지은
    • 한국콘텐츠학회논문지
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    • 제16권5호
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    • pp.410-419
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    • 2016
  • 본 연구는 사회적 인간관계의 조화능력인 사회지능이 호텔서비스 품질의 중요한 요인으로 보고, 호텔 접점직원의 사회능력과 직원의 협력적 태도, 업무에 대한 개인성과의 관계에 대해 연구하였다. 이론적 고찰을 통해 사회지능의 구성개념을 구분하고 인과관계에 대한 가설을 설정하였으며 국내 특급호텔 접점직원 201명의 설문조사를 분석하였다. 실증분석 결과, 접점직원의 사회지능은 접점직원이 협력적 태도와 개인성과에 정(+)적인 영향을 미치는 것으로 나타났다. 접점직원의 협력은 개인성과에 정(+)의 영향을 미치는 것을 확인하였다. 즉 사회지능은 사회적 관계를 긍정적이고 효과적으로 형성하고 유지하는데 핵심적인 능력으로 실질적인 성과로 이어지는 선순환의 관련성을 보이고 있다. 실증결과를 바탕으로 호텔 접점직원의 사회지능의 의미와 시사점 그리고 향후연구방향을 제시하였다.

대학생의 개인성향 및 심리적 변인이 심폐소생술 시 가슴압박깊이에 미치는 영향 (Effects of Individual Tendencies and Psychological Variables of College Students on the Depth of Chest Compression During Cardiopulmonary Resuscitation)

  • 김명은;김현태;김희경
    • 산업융합연구
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    • 제22권5호
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    • pp.57-67
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    • 2024
  • 본 연구는 대학생의 개인성향과 심리적 변인이 심폐소생술 시 가슴압박깊이에 미치는 영향을 확인하고자 수행하였다. 이를 위해 대학생 127명을 대상으로 개인성향, 피로감, 수행자신감, 수행불안을 조사한 후 심폐소생술 시 가슴압박깊이를 측정하였다. 가슴압박깊이의 영향 요인을 파악하기 위해 개인성향과 심리적 변인을 독립변수로 하고, 가슴압박깊이를 종속변수로 하여 다중선형회귀분석을 실시하였다. 또한 변인 간의 상관성을 확인하기 위해 Pearson의 상관분석을 실시하였다. 분석결과, 수행자신감이 높을수록 가슴압박깊이가 깊고, 수행불안이 높을수록 가슴압박깊이는 낮아졌으며(p<0.05), 가슴압박깊이는 개인성향, 수행자신감과 양의 상관성을 보인 반면, 피로감 및 수행불안과는 음의 상관성을 보였다(p<0.01, p<0.05). 이러한 결과를 토대로 올바른 가슴압박깊이를 수행하기 위해 수행자신감을 높이고 수행불안을 낮출 필요가 있으며 이를 위한 프로그램의 개발, 교육, 연구 등 다각적 노력이 필요하다.

R&D조직의 창의적 팀 특성이 혁신성과에 미치는 영향 : 창의적 풍토의 매개효과 (The Effects of Team Characteristics on the Innovation Performance in R&D Organizations : The Mediating Effect of Creative Climate)

  • 장은영;김병근
    • 한국경영과학회지
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    • 제41권4호
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    • pp.75-93
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    • 2016
  • This study aims at analyzing the relationship between team characteristic and innovation performance. The mediating effect of creative climate on the team characteristic and innovation performance is also measured. Based upon literature review, individual creative characteristics, team diversity, team cohesion, task characteristics are presented as antecedents of team characteristic. Creative climate affects the creative behavior and innovative performance. Creative climate is measured as the Team Climate Inventory (TCI) proposed by Anderson & West (1998) including goal, participative-autonomy and innovative-support. Data were collected from 186 survey responses (54 Teams) out of total 462 (69 teams) from the R&D department of a major ICT firm in Korea. Empirical results show the diversity, cohesion, job characteristic, individual creative characteristic have a positive effect on the creative climate and innovation performance. The participative-autonomy climate factor appears to mediate the relationship between team characteristic (diversity, cohesion, job and individual characteristics) and innovation performance. However, the mediating effects of goals and innovative-support factors were not significant statistically. It was confirmed that the organization can contribute to improve the team innovation performance by facilitating a autonomy and participative climate as well as fostering the team characteristic.

The Impact of Employee Engagement on Employee Performance: A Case Study of Multinational Corporations in Thailand

  • SUNGMALA, Ngaochai;VERAWAT, Amara
    • The Journal of Asian Finance, Economics and Business
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    • 제8권5호
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    • pp.1091-1097
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    • 2021
  • The purpose of this research was to investigate the relationship between employee engagement and individual performance outcomes (including growth, achievement, contribution, and customer satisfaction) in large firms in Thailand, which is rapidly growing as an international business hub. The study took place in Thai offices of multinational corporations, whose performance is both very important for Thailand's overall economy and for the firm's continued presence in Thailand. The study was conducted using a survey methodology. A convenience sample of employees of multinational corporations (n = 423) completed a survey on employee engagement and individual performance outcomes. The data were analyzed using linear regression analysis. The results showed that there was a significant, positive relationship between employee engagement and all four performance outcomes that were targeted. The strongest effect was observed for achievement (β = 0.899), followed by growth (β = 0.887), contribution (β = 0.872), and customer satisfaction (β = .867). These findings indicate that employee engagement is a significant and strong factor that determines the individual performance of employees of multinational corporations. This implies that companies do need to consider how to promote employee engagement. There were some limitations, especially social response bias and the self-reported nature of performance, that limit these findings.